<i>Human Relations</i> virtual special issue: The Quality of Working Life Revisited

doi:10.1177/0018726720973156

Cited by 4 publications

(2 citation statements)

References 17 publications

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“…WFH has moved from the fringes to become a mainstream workplace arrangement, and it seems it has gained permanency. Looking at the new normal, which includes “future of work” and “role of office” leads to concerns about well-being and mental health (Guest et al , 2021). There is a lot of learning for managers and organizations to create the right support during this pandemic (Kirchner et al , 2021).…”

Section: Introductionmentioning

confidence: 99%

Work from home: understanding boundary management profiles using boundary-fit perspective

Kashive¹,

Sharma²,

Khanna³

2021

IJOA

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Purpose The recent COVID-19 pandemic has (triggered) lots of interest in work from home (WFH) practices. Many organizations in India are changing their work practices and adopting new models of getting the work done. The purpose of the study to look at the boundary-fit perspective (Ammons (2013) and two factors, namely, individual preferences (boundary control, family identity, work identity and technology stress) and environmental factors (job control, supervisor support and organizational policies). These dimensions are used and considered to create various clusters for employees working from home. Design/methodology/approach K-mean clustering was used to do the cluster analysis. Statistical package for social sciences 23 was used to explore different clusters based on a pattern of characteristics unique to that cluster, but each cluster differed from other clusters. Further analysis of variance test was conducted to see how these clusters differ across three chosen outcomes, namely, work-family conflict, boundary management tactics used and positive family-to-work spillover effect. The post hoc test also provided insights on how each cluster differs from others on these outcomes. Findings The results indicated four distinct clusters named boundary-fit family guardians, work warriors, boundary-fit fusion lovers and dividers consistent (with previous) research. These clusters also differ across at least two major outcomes like boundary management tactics and positive spillover. The high control cluster profiles like Cluster 3 (boundary-fit fusion lovers) and Cluster 4 (dividers) showed low technostress and higher use of boundary management tactics. Cluster 3 (boundary-fit fusion lovers) and Cluster 1 (boundary-fit family guardians) having high environmental influencers also showed higher positive family-to-work spillover. Research limitations/implications Because this study is very specific to the Indian context, a broad generalization requires further exploration in other cultural contexts. The absence of this exploration is one of the limitations of this study. On the culture continuum, countries may vary from being individualistic on one extreme to being collectivistic on the other extreme. Interaction of these two cultural extremities with the individual and the environmental dimension, as espoused in this research, can be examined further in a different cultural setting. Originality/value This study has extended the work of Ammons (2013) and added external influencers as a dimension to the individual preferences given by (Kossek 2016), and created the cluster for employees in the Indian context. This study has demonstrated the importance of reduced technostress, and the use of boundary management tactics (temporal and behavioral) leads to positive family-to-work spillover. It has also emphasized the relevance of organization policies and supervisor support for better outcomes in WFH.

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Section: Introductionmentioning

confidence: 99%

Work from home: understanding boundary management profiles using boundary-fit perspective

Kashive¹,

Sharma²,

Khanna³

2021

IJOA

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“…During the COVID-19 pandemic, many countries instituted mandatory closures of non-essential businesses where social distancing was not possible and transmission of the virus was more likely; these businesses included tourist sites, restaurants, and hair and nail salons (Huang et al, 2020). Many adults, including migrants, lost their jobs (Guest et al, 2020;Huang et al, 2020). Unemployment may reduce access to healthcare if employment is linked to healthcare benefits.…”

Section: Introductionmentioning

confidence: 99%

Factors linked to accessing COVID‐19 recommendations among working migrants

Zlotnick

Dryjanska

Suckerman

2021

Public Health Nursing

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Objectives: Guided by the Health Belief Model (HBM), this study explored factors associated with accessing COVID-19 health information. Design/sample: A cross-sectional study design was used. Sample: Migrants (n = 259) employed in Israel prior to the onset of the COVID-19 pandemic were recruited. Measurements: The on-line questionnaire included: The Satisfaction with Life Scale, the Brief Resilience Coping Scale and Immigrants' Language Ability scale. Results: Migrants obtaining COVID-19 information when issued were more likely to have decreased employment or unemployment after COVID-19 government restrictions (OR = 1.98; CI = 1.03, 3.89; p < .05) and more likely to have a better language ability (OR = 1.20; CI = 1.10, 1.32, p < .0001), but they were less likely to use family and/or friends as their COVID-19 health resource (OR = 0.54, CI = 0.30, 0.96; p < .05). Migrants encountering the most employment difficulties were: female (p < .05), older age (p < .05), unmarried (p < .01), with unstable finances (p < .0001), and in Israel less than 5 years (p < .01).Conclusions: Migrants with more precarious employment had more societal disadvantage (i.e., women, older age, unmarried, poorer socioeconomic status, and newer migrants) and relied on informal and potentially inaccurate, health sources. Public health officials aiming to decrease COVID-19 infection must improve health information access to all members of society, particularly at-risk groups such as migrants.

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Unveiling the Impact of Quality of Work Life on Organizational Commitment: Insights from a Research Academy Managers in China

Tian,

Chalomklang,

Chen

et al. 2024

KSS

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This research examines the impact of quality of work life (QWL) on the organizational commitment of managers within a research academy in China. It follows quantitative methodology by employing a questionnaire survey and subsequent multiple regression analysis. The findings suggest a strong and statistically significant impact of QWL dimensions on organizational commitment. The results highlight a predominantly positive perception of QWL among managers, coupled with a favorable view of organizational commitment. Another finding depicts academy tends to opt for position replacement over termination, thereby nurturing a strong sense of commitment in terms of employees. This research implies that the organization tends to replace positions instead of terminating employees in the face of work challenges suggesting a commitment to employee’s QWL. This approach can foster a sense of loyalty and commitment among managers, contributing to lower turnover rates and a more stable workforce. Keywords: human resource management, organization behavior, work challenge

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Human Relations virtual special issue: The Quality of Working Life Revisited

Abstract: Human Relations virtual special issues bring together and highlight related research on a particular topic.

Cited by 4 publications

References 17 publications

Work from home: understanding boundary management profiles using boundary-fit perspective

Work from home: understanding boundary management profiles using boundary-fit perspective

Factors linked to accessing COVID‐19 recommendations among working migrants

Unveiling the Impact of Quality of Work Life on Organizational Commitment: Insights from a Research Academy Managers in China

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